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  1. The Equity and Diversity Principles in Faculty HiringFall, 2008

  2. Lets get started

  3. Equity and Diversity Staff • Dr. Gilda Garcia, VP of Institutional Equity & Diversity • Lorre Allen, Director of Equal Opportunity • Joycelyn Carr, Equity and Diversity Analyst • Leslie Odom, Research Analyst Contact Us: • (940) 565-2711 • (940) 565-2737 Please email all faculty documentation, questions and concerns to: oedfacultysearch@unt.edu

  4. The outcome

  5. Large, diverse pool of qualified applicants • All have completed applications • All have been equitably treated • All have been assessed using the same standard • Extend the same opportunities to all

  6. Equity is determined by two factors: • Consistency between the job description and the actual assessment criteria applied • Consistency with which all applicants receive the same treatment

  7. Two legitimate places to consider diversity: • Recruitment phase • What are you willing to accept as proof?

  8. The Equity and Diversity Review: • Does not interfere in your standard-setting or selection process • You set the standard, fill the pool and make the selection • We look only at the equity and diversity principles in each hire process

  9. A vacancy has occurred

  10. What does the department want? Submit request to Provost Office.

  11. Approval to Recruit ____ Deputy Vice Chancellor submits VPAA-130 form to Provost ____ Provost returns approved form ____ Search committee completes Recruitment Plan forms ____ Department submits Recruitment Plan forms to Equity & Diversity ____ Copy of approved VPAA-130 form ____ Recruitment Plan (essential job functions, recruitment sources to be used, search committee chair/members, and a copy of all job announcements/ad copy to be used) E & D will contact the Department within 3 working days regarding the status of the submitted Recruitment Plan. After the review, the Department will be contacted with approval notification (Department collects the signed Recruitment Plan).

  12. Plan the search • Build the search team • Use an inclusive search process • Review department data • Discuss complementary characteristics • Decide on position description • Plan the recruitment strategy

  13. What makes a search inclusive? Hearing and leveraging diverse perspectives A broad distribution of the position announcement The diversity of the applicant pool

  14. What makes a search inclusive? The willingness to expand accepted backgrounds as proof of qualifications A conscious commitment to focus the assessment of each candidate against the posted qualifications Minimizing the occasion to make/add assumptions

  15. Plan the search Blueprints: consider the strategic direction of the department Diversity: consider the department’s current profile Equity: what are complementary Knowledge Skills and Abilities (KSA’s) that are valuable? Recruitment strategy: where will you find a large, diverse, qualified applicant pool?

  16. equity • Consistency between the job description and the actual assessment criteria applied • Consistency with which all applicants receive the same treatment What are complementary KSA’s that will add value and diversity to achieve the standard?

  17. What does the department really, really want? What are the necessary knowledge, skills and abilities? Define your terms. What are you willing to accept as proof? When and where are you likely to find information that provides consistent and equitable assessment of applicants?

  18. Writing the Ad Separate job description (duties) from qualifications Separate required qualifications from preferred Make qualification statements clear and unambiguous Match request for applicant materials with qualifications

  19. Writing the Ad Carefully consider timing and dates of review Qualification statements determine assessment standard Create Applicant List page 1 & 2 using posted qualification statements Keep all posted ads consistent Recommend asking for unofficial transcripts and only contact info on references

  20. Writing the Ad Applicants must be disqualified for not meeting REQUIRED qualifications Weighted scoring can be used – equitably Information included in the ad as job description (duties) CANNOT be used as a qualification

  21. Writing the Ad Shortened ad must be consistent with “full” ad – either post all qualifications OR provide link to complete ad Review dates should give at least 10 days before review begins

  22. Writing the Long Ad The Complete Announcement Duties Required/desired qualifications application deadline Application material Equal Opportunity statement Long ads also usually include general information about the department and/or university.

  23. Writing the Short Ad Shortened version of: Duties Required/desired qualifications Application deadline Application material Equal Opportunity statement

  24. Writing the Ad Very Short Ad – Brief statement Application deadline Refers viewers to a website with the entire ad Long or short ad Equal Opportunity statement The language that should be used to refer viewers to a website is: For complete qualifications/application information see [website URL].

  25. Actively recruit for diversity and inclusion Target recruiting approach to reach a large, diverse, qualified pool of applicants Apply appropriate recruiting efforts to offset challenges presented by position Align search process with targeted recruitment plan and intended outcomes

  26. Actively recruit for diversity and inclusion Letter campaigns Request for nominations Intersection between universities with great doctoral production and universities with success at graduating high numbers of minorities Special Offer-Ask for Free Recruitment Venues!

  27. First round of signatures • Committee Chair/Division Director/Deputy Vice Chancellor signatures • Elements of the job ad • Ability to assess and recruit equitably • We will return within 3 days http://www.unt.edu/edo/facultyrecruitmentinformation.htm

  28. Search!

  29. Vetting the Candidates • Consistency between the job description and the actual assessment criteria applied • Consistency with which all applicants receive the same treatment Plan assessment steps before vetting candidates

  30. Applicant List Accurate Reflection of Assessment • Send Applicant List Page 1 & 2 • Send all applicant files • Send text/description of important information, if necessary • Use only one “reason for non-selection”

  31. Second round of signatures • Short, short list • After phone interviews • Before on-campus interviews • After conference interviews • Those you want to bring to campus

  32. Department Advertises, Receives Applications and Conducts Assessment ____ Department sends EEO survey and veteran’s preference form (available at www.unt.edu/edo/facultyrecruitmentinformation.htm) along with return envelope (request return envelops from E & D). See same website for list of free recruitment venues ____ Department checks for fulfillment of the recruitment plan

  33. Department Submits Applicant List and Files/Materials to E & D ____ Department submits to E & D (obtain Division Director, Search Committee Chair and the Deputy Vice Chancellor signature before sending to E&D) ____ Applicant List identifying all applicants; indicate those recommended for interview (do NOT provide a reason for this selection); provide a reason for non-interview for all other applicants (“does not meet required qualifications” is not acceptable; be specific about which qualification is not met) ____ All application materials submitted by candidates --E & D will contact the Department within 3 working days regarding the status of the submitted Applicant List. After the review the Department will be contacted with approval notification (Department collects the signed Applicant List & applicant files/materials). NOTE: Interviews may not be scheduled until notification of approval by E & D

  34. On-Campus Interviews • Legal questions only • Equitable treatment

  35. Department Conducts Interviews Department Submits Applicant List ____ Department submits Applicant List to E & D (obtain Division Director, Search Committee Chair and Deputy Vice Chancellor signature before sending to E&D) ____ Completed Applicant List specifying the reason for non-hire/alternate hire based on campus interview ____ E & D contacts Department with approval/questions within 3 days of receipt ____ Follow the Provost and College approvals/procedures for making an offer of employment Dean/Department make an offer of employment ____ Deputy Vice Chancellor submits offer letter using approved template to the Provost for approval and mailing.

  36. Third round of signatures • Comm. Chair/Div. Director, Deputy Vice Chancellor signatures • Send to E&D - If selected applicant is on short list, automatic signature from E&D • Do NOT send offer letter until Provost Office gives approval

  37. Questions & Answers